HR Business Partner

Asurion

130d

About The Position

The Human Resources Business Partner (HRBP) is responsible for consultation to Supply Chain Business Functions, Strategy & Partner Management teams at all levels related to staffing, performance management, compensation, employee relations, organizational design/development and training, client relationship and project management. The HRBP II will manage Human Resource programs that support business objectives and will help develop strategic direction not only for assigned department/location, but also for enterprise-wide initiatives. This role will have primary responsibility for client groups in Smyrna, TN and may support remote teams as needed. This role will also be responsible for the creation and maintenance of HR reporting metrics to support the Supply Chain Talent Strategy.

Requirements

• Bachelor’s degree in Business Administration, Human Resources, or equivalent business-related degree required.
• 5+ years of experience in Human Resources.
• Strong analytical, project management, initiative and creative problem-solving skills.
• Demonstrated independent decision making, critical thinking and high learning agility.
• Must be results-driven with the proven ability to multi-task in a fast-paced, deadline driven environment.
• Excellent verbal and written communication and presentation skills.
• Excellent teamwork and collaboration skills.
• Demonstrated ability to analyze data and make decisions in difficult situations.
• Solid understanding of employee performance measurement principles and experience in a metrics driven environment.
• Experience in a Supply Chain, logistics, or manufacturing environment preferred.
• Very sound working knowledge of HR principles/practices and all related legal requirements.
• Experience handling employee relations issues, coaching and investigations.
• Demonstrated record of accomplishments in the practical application of HR initiatives, projects and employee and management consultation.
• Proficiency in working with HRIS systems, preferably Workday, as well as MS Excel, Word, PowerPoint, and Outlook.
• Must enjoy and thrive at dealing with ambiguity and working in the grey, aligning and bringing clarity.
• PHR, SPHR, GPHR preferred.

Responsibilities

• Proactively partners with Organizational Design & Talent Management team to meet development/training needs of the business and create a development roadmap for the client population.
• Drive change in a complex environment, including communicating and coaching for change.
• Works with business leaders to develop appropriate organizational structures.
• Utilize retention and exit interview data to propose/inform change.
• Develops retention/engagement strategies for client population.
• Acts as a go-to resource for clients; impacts client decisions through influence and expertise.
• Represents the Corporate groups in HR COE planning sessions and initiatives, as assigned.
• Manages projects or participates as a team member for selected function-specific or multi-function HR initiatives, as requested/directed.
• Understand the talent capabilities and gaps for the client populations.
• Partner with senior leaders to understand and clarify staffing needs and support appropriate talent acquisition strategy.
• Partner with Talent Acquisition to manage headcount requests and approval processes.
• Supports the deployment of the annual performance management process, including goal setting and ratings calibration.
• Facilitate calibration meetings and work with managers to develop action plans.
• Coach managers on corrective action process to provide guidance and ensure consistency in application.
• Partner with Compensation and with business leaders to ensure adequate understanding and execution of rewards processes.
• Update/create enhanced rewards programs in alignment with functional goals.
• Drive the deployment of the annual rewards process, including merits, bonuses, recognition, and stock option grants.
• Address employee relations issues of high complexity, which may include issue resolution, employee and management counselling, and performance improvement, as needed.
• Partner with the Employee Relations team, as needed, to address complex issues.
• Approve terminations, conduct exit interviews, and handle any other termination processes, as necessary.
• Responsible for coordinating reductions-in-force and efficiency exercises, including communication plans, notifications, severance packages, etc.
• Handle personally identifiable information in accordance with Asurion’s internal Privacy Policy, Information Privacy Standard, and public facing privacy policies.

What This Job Offers

• Career Level: Mid Level
• Education Level: Bachelor's degree
• Number of Employees: 5,001-10,000 employees